The HR Analyst becomes the scarce resource in HR

Making critical people management decisions is a highly complicated HR process. The business world gets more complex, and we need to gather many information and opinions than we have collected before. Just after that we can proceed to the next step in the strategic decision-making procedure. The HR Analyst become the critical member of the HR team so that she can support all the decision with the predictive analytics. However, we usually miss the bright analysts in our teams. It takes a time to develop a new one. It is also difficult to steal one from the competitor. They are usually well salaried, and the HR team takes care not to lose them.

Today, the business is too complex to make just gut-feeling decisions. Emotions often spot the right director, but the HR leader needs to support all proposals with correct information and data. That is the role of the HR Analyst to gather right pieces of evidence. She needs to ensure the HR leader has compelling information to attract the rest of the leadership team.

Moreover, there is always the competitiveness issue. Finding the best mix of compelling HR practices to gain the competitive advantage is difficult. The HR leader has to choose the right opportunities that will be attractive to employees and job applicants. Most organizations tend to be the average ones; becoming the one unique pains. However, the HR Analytics can explore potential organizational areas where the company can excel at low costs.

HR Analyst - A scarce HR employee?
HR Analyst – A scarce HR employee?

The modern business requires decisions backed by the predictive analytics. Human Resources plays no exception in this. The HR leader cannot just monitor the past development; she also needs the forecast of the future. The HR Management Team can implement business improvements that are recommended by the HR Analyst as the most impactful. Well-defined HR KPIs will automatically navigate the HR team to look for the best development opportunities. They just need a small help from the analytics guy.

The HR Analyst has the role profile that never existed in Human Resources before. The core HR skills and competencies were always about communication, people management, leadership style, and negotiations. The analytics competencies were never critical. It is not just about analytical skills; it is also about forecasting and strategic thinking competencies.

The analyst can choose from many data to analyze. However, she needs to identify best target areas quickly. Even this position is about impactful outcomes; it is not about tons of Microsoft Excel sheets. She needs to have extraordinary communication skills. She needs to discuss with HR Manager and identify issues as they talks. HR Managers usually do not spot the problem clearly; the analysis can help them to target the right solution.

We have the issue that it was difficult to attract analysts from other departments. Human Resources has no a great name in the business when it comes to numbers. We never follow the same methodology, and we always have to explain what is the content. The HR Analyst is an excellent person to provide stable, agreed and approved definitions for all KPIs. However, our instability makes the recruitment of an analyst a mission impossible. Internal transfers are blocked because no one sees it as a great career advancement opportunity.

There is the only way how to attract new analysts to Human Resources. We have to change HR rigors. Numbers must become a part of our job; we have to care about budgets, plans, and overall business development. That is the only way how we can attract new analytical guys and finally – implement HR BIG DATA.

Organization Design needs your attention.

The efficient design of the organization is one of the main success factors for any company. Human Resources still plays a passive role in the organization design. We usually play a role when recruiting new employees into specific jobs; we do not challenge our partners in the business when talking about the organization structure and jobs required to deliver results. However, the Organization Design is clearly and closely attached to the new role of Human Resources. It is a tool how to build the competitive organization.

There is still a wrong belief that managers know best how they should structure their departments. Human Resources usually accepts all proposals or make just cosmetic changes to the proposal submitted by the manager. We do not challenge the number of employees in the team. We do not ask about potential career paths. We just We expect managers to be the experts who know and can clearly describe all required job profiles to deliver targets.

Human Resources needs to act a more active role in designing organizations. The effective team has a higher productivity; collaboration is closer and roles and responsibilities are clear to everyone in the team. The employees understand what their objectives are. They know how they can improve the performance of the team. They do not have any double work, and the manager has almost no contingency because it is not required.

Organization Design
Organization Design

Human Resources has an ultimate objective to develop the sustainable competitive advantage, and it has to intervene when managers set up teams. HR Business Partner needs to be kept in the loop, and she has to challenge the manager almost daily. She has to ensure the new team will be as productive as possible within a short time.

The HR Department has to define design principles for all managers in the company. It saves the money and resources. It also impacts the satisfaction of employees positively. They clearly see the same principles rule all departments. They see no place acts under a different set of procedures and policies. They can compare the efficiency of teams across the firm. They can apply for new jobs because they will not lose any benefits.

Moreover, clear Organization Design principles give clear boundaries to managers. They have to learn to live inside the system; they have to learn how not to erode the system. This is a huge victory for the long term sustainable business.